"I'm a Millennial: Yes, I want it all!"

I'm a Millennial so that means I was born either in the mid to late seventies through perhaps the early nineties (depending on who you listen to). In any event, I am ambitious, loyal, hardworking, and I want what I want.

I seek a company or an opportunity that has more meaning than procuring a decent paycheck. I need to work for someone or something that is having an impact on mankind. Don't get me wrong I want to make good money-but I would trade the dollars and cents for the ability to be a part of something bigger and perform work I truly enjoy.

I will gladly put in extra hours at work and be a team player. However, I also value my family and refuse to leave them behind in my quest for success. I'll do the eighty hours a week if there is a balance somewhere in the equation. You will have to excuse me sometimes, because I will use the generous vacation time you provide and by the way let's chat about a flex work arrangement, because I will be a hands-on parent.

Did I forget to mention that I am full of innovation? I am waiting with a bevy of ideas to move your company forward. I will give you those ideas free of charge-just make sure you positively reinforce me at some point (i.e. a thank you, an award etc.) Is this asking too much? By the way, I don't live in the world of positive all the time. I want you to tell me if I am not doing the right thing too. I'd rather not find out when I am being handed my pink slip and a cardboard box. Tell me what you want and I will do it. It's that simple.

Let's chat about my views on technology. I grew up in the so-called computer generation. Therefore, I have an appreciation for how it helps us communicate and carry out business. Keep in mind, I was alive to witness the first cell phone, the antenna t.v. , VCR, and rotary phones. If you expect me not to embrace the beauty of digital and social media- I think you need to revisit your thinking.

Lastly, since we are speaking about methods of communication and how far I think we have come here's some other things I think you should know about me. I may be more likely to send an e-mail than to speak to you in person-but rest assured if there is something of importance I will see you up close and personal. You see unlike some of the previous generations, I know I have a voice. I know this voice of mine is of importance because my grandparents and parents have told me so. They knew it too but there was a reluctance to use it. I am not afraid to use it even if it costs me something. I want what I want. I won't be aggressive in my approach, but I want you to know that I want what I'm worth. I want to be treated fairly. I may want it quicker than other generations-but I also move faster and think quicker than previous generations. That's why you want to hire me right?

In return for giving me what I want, you have immense possibility of gaining with me. I'm not looking to impress or change your mind. I just thought you should know who I am so you make a way for me. There are no limitations on what or when I can achieve what I want. I will be a soccer mom, CEO of your company or my own, a wife, president of the PTA and anything else I want to be. I'm here and ready to work for what I want-whether you like it or not!

Just for kicks I thought I would share a song that epitomizes the millennial movement:

Janine’s career spans eight years in HR and Recruitment. She has worked in pharmaceuticals, healthcare, staffing and now science R&D. Hundreds of candidates later and after several stints working in the trenches of HR; she founded “The Aristocracy of HR” blog in 2011. “The Aristocracy of HR” (TAOHR) is an HR blog that she created to discuss Talent Management triumphs, blunders, and best practices.
A contributor for ERE.net, Smart Recruiters, and TIRA News, she is a globally recognized thought leader that isn’t afraid to tackle the obstacles and issues facing employers and employees alike. She has been quoted by Maternity.com and SHRM. Janine is well-known in the social HR community for her expertise and engagement in all things social. From guest hosting Twitter chats to webinars, she is proof that social media and HR can live happily ever after.
Connect with her on LinkedIn and Google+. Check out the “The Aristocracy of HR” Facebook Page. Follow her tweets on Twitter @CzarinaofHR.

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13 Comments

What you outline is the way it should be - a two way deal. You may think you are demanding, but nothing you say seems unreasonable. Actually, if you can deliver the way you promise, you deserve all the flexibility you need. If you represent a real trend, then it is healthy and puts reality into work/life balance. Hopefully the Millenials at the top will be equally supportive.

I enjoyed reading this post very much and learning more (but not surprised) about an online friend and great blogger - Janine the Millenial!.

Thanks for reading. I'm glad you like the post. I think this generation gets a bit of a bad reputation depending on who is speaking about the topic. The thing I wanted everyone to know was we are not all fickle, bratty children of parents who didn't instill proper values. The generational talk can not be one size fits all. Like with most stereotypes there are themes, but those themes can rarely be generalized to an entire population or demographic. In addition, I find people are quick to tell me what isn't possible or what I can't have and I'm frankly tired of it, because I know what I have to offer. You probably detected some of that sentiment in my writing.

I learn more and more every time I read one of your posts so I'm glad to return the favor.

Kind Regards,

Janine the Millennial

UnknownMar 7, 2012

Hi Janine,

Wonderful post! I'm part of Generation X, and I can relate to your points of view regarding work/life balance and wanting to be a part of something bigger. I was taught by my parents that a good job, "paid you decently and offered good health insurance," regardless of whether or not I actually liked my job or my employer. As such, it took me 20 years of moving from one job and company to another job and company to realize what career I wanted and what company I wanted to work for. I think it is so great that you know what you want, you have a pretty good idea of how you are going to get it, and that you know what you are willing and unwilling to do in order to get it.

Since I'm also music-oriented, the song "Work That" by Mary J. Blige was playing in my head while I was reading your post.

I'm on my fifth job since I left college. I expected to graduate and spend at least five years learning my craft at my first company. I got the shock of my life! There was nothing about that company that fit my values, lifestyle or ethics. I had to jump ship and it saddened me-because like you I had been told you are thankful to have a job and you stick it out. However, I knew aspired to be more and that the company I worked for had to fall into that mold. Seven years later and I finally (knock on wood) got it right.

I think everyone across the board is reevaluating what is important and the sooner companies get out of the bubble they are in and realize that-they will be better at meeting the needs of their employees.

Thanks for your insight and reading my post. I appreciate it. Oh and by the way, I love MJB and "Work That"!

While I was born in the mid seventies I tend to consider myself more Gen X than Millennial though I do relate to a lot in this post. The lack of mention on Video Games and the World Wide Web are a couple of big glaring omissions that really did shape the world as I see it.

As for songs, I had my high school years when grunge was big and so songs like "Today" by the Smashing Pumpkins or "Jeremy" by Pearl Jam tend to be more of who I am even though the J of my first name is John and not Jeremy.

Thanks for your comment. Video games were huge as well. My first video game was the Atari system. I could have gone on for days listing the many things that shaped my world. The internet is something that I used very seldom as an adolescent. I probably got more astute at using it late high school and definitely in college.
I am very new age and yet quite conservative. You seem to value things in various schools of thought like I do. That said, do you think it is worth it or fair to categorize people based on generational norms?

Depending on the nature of the exercise, I can find it anywhere from useful to frustrating to have little boxes to categorize things. If someone wants to consider that I probably have a few decades before retirement, there is some truth to that as an initial idea since I'll be 40 in a few years. However, it is dangerous to presume that I'll retire when I'm in my 60s just because that is what most people would expect me to do. I plan on finding a line of work that I'll do till I die really. Some baby boomers may have a similar philosophy and thus it is interesting to consider the anomalies if one wants to generalize things.

As a minor exercise to consider look at the various generational crossings we have right now. The baby boomers are supposed to be inheriting a ton of great wealth from those hat survived the Great Depression yet most of the economic news I hear is doom and gloom. At the same time, the boomers are supposed to be at "retirement age" yet may not have enough or the desire to retire.

This goes back to some of my commentary earlier in this string- the generational talk is not a one size fits all scenario. While it maybe useful for economists, CEO's, Industrial Psychologists, and HR to have a context by which they can better understand the generational mindset that drive certain behaviors in the workplace- it is hardly a philosophy we can hang our hat on.

I think we can all agree that there are themes worth paying attention to. However, I agree with you 100% that this is more context than a basis for categorizing groups of people.

From one HR enthusiast to the another-thank you so much for reading. You and many others have given credence to the fact that these generational "buckets" are merely themes and do not explain similarities in thought or behavior across generations.

I'm glad you enjoyed the article. I appreciate your support as always.

I read this, and I cringed. A 650 word article, with the words "I, me, my" appearing 75+ times reinforces the worst stereotypes of the milennial generation. Employers don't care what you want. They really don't. They don't care what self-esteem messages your parents and grandparents gave you, they don't care how special you are, or that you have aspirations to be CEO and a soccer mom at the same time. They want to know what you can do for them. Period. If your value proposition doesn't substantially outweigh your wants, then they will pass you over.

There is a reason why youth unemployment is as high as it is, and it's because employers don't find the value-to-wants ratio worth it. Instead, they are bringing the unretirement generation back in record numbers (people who are 60+ make up less than 5% of the workforce, but accounted for 33%+ of new job gains during the recession). They are tapping into a worldwide workforce where young people are hungrier, harder working, and frankly, better educated than many new graduates in North America. If you want to shout from the rooftops all the things you feel entitled to, then you better be shouting even louder why employers should care. And it better be more than some vague notion of "immense possibility."

Thank you for your comment and reading. I am very sorry that you are so annoyed by my style of writing. Everyone has wants and needs. This world of work is a barter for necessities. Employees need to make a loving and employers need people to do the work that keeps their companies going. If it is true that there is no need for companies to care about the wants and needs of their employees- the profession of Human Resources would cease to exist. Companies are very interested in knowing what drives employees and they are willing to make concessions as long as it makes dollars and sense.

Somehow, you might have missed the point of my article in counting the number of words I typed. It certainly happens when you get stuck in the "weeds".

Nevertheless, this is the USA and I certainly respect the individual right of freedom of speech. Your feedback will remain here for others to see regardless of its lack of diplomacy and wanton tone.

Since there was at least one comment that indicated that I may be completely off my rocker for expressing what I think my fellow Gen Y'ers think about their careers, goals, and aspirations- I thought I would share a link with you all. The link is for an article named "The Top Ten Reasons Why Large Companies Fail To Keep Their Best Talent" http://www.forbes.com/sites/ericjackson/2011/12/14/top-ten-reasons-why-large-companies-fail-to-keep-their-best-talent/ .

Number 4 was "No discussion around career development". Note that this information is not specifically targeting Millennials-but people across the board.

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The Aristocracy of HR (TAOHR) is a HR blog that was created to discuss Talent Management triumphs, blunders, and best practices.
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The Aristocracy of HR (TAOHR) is a HR blog that was created to discuss Talent Management triumphs, blunders, and best practices. Janine also known as "CzarinaofHR" on the blog provides the "look and feel" of a true Aristocratic HR society or as her motto says " HR otherwise would be uncivilized". Managing people comes with complexities. The Aristocracy of HR provides weekly relevant and thought provoking commentary on all things HR to help leaders and employees improve their craft.
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